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The last key to effectively putting a stop to bad behavior, is that once you’ve implemented your plan and are monitoring compliance, it’s time to get back to leading the rest of the team. This sends the problem child the strong and accurate message that when they act up they get a swift consequence and then life moves on. Don’t unwittingly allow someone to become a star in a protracted battle with you. Once you’ve handled the issues, give your attention right back to the rest of the team. There are no doubt plenty of ruffled feathers to smooth out, especially with your high performers, and especially if it took you a lengthy period of time to be willing to handle the situation. Assure the rest of the team that you have dealt with the problem and won’t allow it to recur. This is generally all that they need to know, in order to move past whatever happened. If it was a serious incident, then they deserve a candid conversation with you to talk about what took place. They also deserve resources for coping with the impact the incident had on them. It may be as simple as a private conversation to clear the air, or as intensive as a trauma response team brought in to assist with highly complex situations. If possible, allow people to have a voice in what you choose to do to help everyone move forward in a healthy fashion.
Now that we have thoroughly covered leadership of the self and leadership of the team, next time we will turn our attention to leadership of the organization. Until then, be well, lead wisely, and get ready to take a look at your team in the context of the bigger picture.